The CEO of this J&W PLC Company has asked for a report to senior management on how to improve working system so that overall performance in work can improve. In this report the senior management team is identifying different issues which are leading to low staff work in the organization.

This paper provides information about the High performance working and employee engagement which consists of various definitions given by different authors and different types of practices which are helpful in improving organization performance. The main aim of this project is to provide a framework of how high commitment HRM practices help in improving HPW and employee engagement in organization. There have been many papers and research carried out on HRM and work performance.

But many have struggled to keep the concept linked together, thus the main aim to this paper to provide the positive bonding link between high commitment HRM practices to develop HPW and employee engagement in work force.

INTRODUCTION

In recent years companies or organizations in every industry like manufacturing, health care services, financial services, consumer products and services, government agencies and information technology and telecommunications sectors etc., are focusing on improving organizational performance in both short term and long term basis. Now a day’s companies expecting solid performance over short term period and maintain the consistent performance over the long term time period in order to sustain in this competitive market. Organizational performance mainly depends on the issues like human resources management practices, high performance working and high level of employee engagement. From the survey of Sunday times newspaper which is based on employee perceptions of their own work place and policies and processes of the employees, it is revealed that our company (i.e. J&W PLC) employees are unhappy and the staff overall performance is very low and staff often get away with doing very little at work and this affects the quality, productivity and profits of organization.

High performance working and employee engagement is the operations like how the employees are managed in work to the management and leadership issues of the organization. The senior management team who is responsible for the strategic planning and decision making process needs to identify the brief review of the every component for building blocks of the organization.

In this report the main focus is on how to improve the high performance working and employee engagement in the company. To have a high performance working environment and better employee engagement, management should focus on the key issues of high commitment HRM practices. As we the senior management team reviewing the survey of “Best Companies to work for 2012” published in Sunday times and researching the important practices to improve the organizational overall performance.

LITERATURE REVIEW

Organizational development and performance outcome reflects from how HR practices are implemented to satisfy the goals of company. Martin et al (2010) suggested that organizational development is an approach to dealing with change which incorporates aspects of culture, working atmosphere, employee commitment and conflict in seeking to achieve organizational effectiveness. The concepts of high performance working and employee engagement are interrelated to the organizational performance and these are the chain practices in the company which are linked with the high commitment HRM practices.

EMPLOYEE ENGAGEMENT:Employee engagement is a hot topic in recent years because employers are seeking employee’s motivation, commitment and general support to the business to enhance the organizational performance beyond the normal. The purpose...

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...﻿Employeeengagement nowadays plays a more and more crucial role in workplace, as a powerful measurement of individual performance. Engaged employees are able to fully understand organisation’s objectives and goals, align with its interest, maximise their productivity. Regardless its importance, the literature theories of employeeengagement are only been developed over the past two decades. Therefore, how to better apply the theories and link them to practice in workplace gets more and more concerns. The aim of this article is to explore different factors that are able to significantly affect employeeengagement through the studies of nine long-term care (LTC) facilities in Italy and the delivery business of New Zealand Post, moreover the study of FMCG Company in India helps to support the arguments statistically. Furthermore, we will seek corresponding strategies to improve employeeengagement. In particular, effective leadership and developing opportunity have direct effects on increasing work engagement. Furthermore, positive work environment and other factors also play a significant positive role in stimulating work performance.
Employeeengagement is defined as a partnership relationship between employees and organisation, which requires an individual’s involvement and enthusiasm for...

...organization’s main goals. The aims of this report are to highlight the link between organizational success, performance management, motivation, the relationship between performance management and rewards for staff incentive.
The company that the researcher selected for this report is the Electricity Holding Company S.A.O.C. (EHC) established in 2005.It is located in Muscat and it has nine subsidiaries.
In addition to that, this report aims to discuss and analyze the elements of highperformance and management within the Electricity Holding Company (EHC). It will also focus on Human Recourse Department in Electricity Holding Company which performs the roles of Managers, junior managers and staff.
The researcher found from year 2010 until the current year that the management of EHC depends on the grading structure and does not depends on the performance of the staff, their experiences and their certificates. Moreover, as a result of the feedback, performance of the staff in EHC, the researcher analyzed the issue by using questionnaire. Thus, from the questionnaire the researcher found that the grading structure in the company affected the staff performance and their behavior which allow increasing the conflict within the company and miscommunication between the management and the staff.
On the other hand, there are several concepts that can affect the organization’s...

...﻿Employee Engament overview :
Over the last decade the business world has shown significant interest in the concept of employee “engagement.” Identified as an internal state of being – physical, mental and emotional – employeeengagement brings together concepts of work effort, organizational commitment, job satisfaction and optimal experience.
Organizations all over the world are increasingly focusing onemployeeengagement and for good reasons. Engaged employees make the office environment more welcoming. In addition, they make a difference to the bottom line and help companies win customers.
In Europe, the economic crisis has resulted in mass layoffs and high unemployment rates that naturally create anxious workplace environments. The competitive job market has also forced people to stay longer in positions where they are unhappy and become idle (2013).
To this point, there is an urgent need for companies to improve employeeengagement and this is something most executives have started to realize. Today, the influence that engaged employees have on business performance is undisputed.
Corporate leaders thus have a critical role. Companies that take the question seriously have to become better at finding inspiring and talented managers. Moreover, companies need to provide their middle managers with the means...

...each job, so there is a best working method by which people should undertake their jobs” Mullins pg 43.
However, this method of organisational working wasn’t able to cope with quick changing demands placed on businesses by society, the economy and government for example. As such, new forms of work organisations began to be looked at. Researchers began looking at ways of working which had greater flexibility and social responsibility.HighPerformanceWorking is often complex to define; the International Labour Organisation (ILO) has defined it as “achieving high levels of performance, profitability and customer satisfaction. This is done by enhancing the skills of the employees and engaging with them to increase their motivation.”
HighPerformance Work Organisations (HPWO) are described as being flatter, less hierarchical structure where people work in teams and with greater autonomy, based on higher levels of trust, communication, employee participation and learning. (The Organisation for Economic Co-operation and Development (OECD) 2001) They are the organisations which are implementing work policies which are innovative and often described as holistic, than Taylorist methods. There is often job rotation, self-responsibility, multi-tasking, greater involvement in decision making for all levels of employees....

...I like one of one blog posts named “EmployeeEngagement: Energizing and Mobilizing People” written by Dr. George H. Labovitz and Victor Rosansky from the Google Reader Bundle you recommended. It was posted on http://www.greatleadershipbydan.com.
In today’s world of uncertainty where economy is in turmoil, companies need to make necessary adjustments to their business models and quickly needs to realign their strategies considering the pace of technological, competitive, and social changes. To make this realignment happen rapidly it is very important that employees are engaged on all levels so that the employees are energized to move the organization in new and better direction. Authors argue that it is the responsibility of the top management to energize the system. This energy needs to be focused. The focused energy could drive the continuous improvement within the organization and work towards achieving the common goal and vision of the company. A survey conducted by Gallup, Inc. reports that a world class organization has higher percentage of engaged workforce as compared to the average performing companies. The percentage stands at 67% for a world-class company against 33% for an average performing company. These numbers show how instrumental employeeengagement is for the success of an organization. The employees who are either “not engaged” or “actively disengaged” coast along and pick their pay checks...

...A STUDY ON EXTENT OF EMPLOYEEENGAGEMENT
(A STUDY CONDUCTED FOR WNS)
PROJECT REPORT SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS TWO YEAR POST GRADUATE DIPLOMA IN BUSINESS ADMINISTRATION
By
PREETI AGARWAL
Under the Guidance of
PROF. MANIKA
Mount Carmel Institute of Management Banglore 560 052
2010- 2012
Certificate
Certified that this dissertation is based on an original project study conducted by Ms. Preeti Agarwal under my guidance. She has attended all the required guidance sessions held. This project report has not formed a basis for the award of any other Degree/Diploma of any university or institution.
Guide
Prof Manika Girinath
Director
Rev. Sr Albina
Acknowledgement
I am extremely grateful to Sr. Albina Director, Mount Carmen Institute of Management Bangalore, and coordinator Mr. Michael Noronha for giving the encouragement and opportunity to conduct this project work. I will express my deep sense of gratitude to Professor, Mrs. Manika Girinath, for her able guidance and valuable suggestions.
I express my sincere gratitude to Ms. Brinda Gopal (Assistant Manager) HR in WNS Bangalore, for her valuable guidance and consistent support of all types through out the project work.
I am thankful to a number of respondents in the field for sharing their insight and experience with me.
Lastly I take this opportunity to thank my parents, friends and all others who have helped me in some way or...

...Managing for sustainable employeeengagement
Developing a behavioural framework
Acknowledgements
We are most grateful for the support from the
members of our research consortium and from all the
participating organisations who were involved in the
project. We are also grateful to Ben Willmott at the
CIPD for his help in getting the project off the ground
and producing the report and guide.
This Research Insight was written by Rachel Lewis,
Emma Donaldson-Feilder and Taslim Tharani of Affinity
Health at Work (Rachel Lewis is also a lecturer at
Kingston Business School). Affinity Health at Work is a
specialist consultancy offering research and consultancy
solutions to improve workplace health and well-being.
For further details about the research project or Affinity
Health at Work, please contact Rachel Lewis,
rachel@affinityhealthatwork.com or Emma
Donaldson-Feilder, emma@affinityhealthatwork.com
or visit www.affinityhealthatwork.com
2 Managing for sustainable employeeengagement
Contents
Introduction 4
What is engagement?
4
Why is employeeengagement important?
4
Employeeengagement in a changing world
5
Engagement vs well-being?
5
Transactional vs emotional engagement
5
Well-being + engagement = sustainability
6
Managing for...

...EmployeeEngagement
Hye Chong Yi (260446951)
McGill University
CORG 555, Winter 2011
Professor Sema Burney
3 March 2011
“em·ploy·ee (-noun): a person working for another person or a business firm for pay.
en·gage (-verb): to occupy the attention or efforts of (a person or persons).
en·gage·ment (-noun): the act of engaging or the state of being engaged.”
-Dictionary.com (2011)
Introduction
Employee. Engagement. Separately, each word has a clear, concise definition. Their descriptions are easy to grasp. However, once you put the words together the concept of employeeengagement is complex because there are many variations on its definitions and dynamics that contribute to engagement. “To date, there is no single and generally accepted definition for the term employeeengagement (Markos & Sridevi, 2010, p.90).” The difficulty of pinpointing an exact definition lies in the fact that employeeengagement does not have the same meaning for everyone (Blessing White, 2011). The goal of this paper is to provide a general discussion of its definition, history, current state, future trends, and close the discussion with a conclusion.
EmployeeEngagement: Definition
Generally speaking,...